Diversity and Inclusion at the PSR

The Women in Finance Charter

What does Diversity & Inclusion mean to the PSR?

Diversity is a subject which is close to our hearts at the PSR. As a regulator, one of our key objectives is to work on behalf of everybody who uses payment systems, ensuring that payment systems are operated and developed in a way that considers and promotes the interests of all people and organisations that use them.

In order to represent the people and organisations that we serve – we are committed to building and sustaining a diverse and inclusive workplace, where our people can bring their whole selves to work. In order to achieve this goal, it is essential that we recruit, develop and retain a talented, engaged and diverse workforce.

In addition to gender diversity, our commitment to diversity and inclusion has a broader range which includes disability, ethnicity, LGBT and gender identity through to mental health and social mobility issues.

Our Diversity & Inclusion Committee has representation from colleagues at all levels across the PSR.

The Women in Finance Charter

As proud signatories of the Women in Finance Charter, the PSR:

is committed to supporting the progression of women into senior roles.

has set targets both for gender and BAME representation.

senior leadership team will have their commitment to diversity and inclusion reflected in their performance objectives.

The combined PSR SLT/Manager population is currently 62% female – significantly above the 25.9% figure for the boards of UK FTSE 100 companies. The manager ratio is 56% female.

Targets

Gender diversity across the senior leadership of the PSR is already above 50%. As a small organisation, our target is to maintain a balance of 50% women in the leadership team, with a variance factor of plus or minus 10% and to continue to develop a balanced pipeline of talent through to 2025 and beyond. (This is a broad range as, due to the size of our organisation, just one or two joiners or leavers can have a significant impact on gender balance.)

We are also committed to achieving a range of 8 – 15% BAME representation across our senior leadership team by 2025. Currently our BAME representation is at 8%.